On the other hand, hen looking at the overall unemployment statistics the unemployment rate reached 5. 8%4, which is the lowest level since the recession in 2008 and 2009. In Figure 1 the orange line represents the number of unemployed people looking for work in the US and the white line represents the number of job openings. Having a closer look at the year 2008 and 2009 a significant increase of number of unemployed people can be seen which is due to laying- off caused by the economic crisis. The recovery after the crisis is still going on.
On the contrary to the laying-off announcement the Bureau of Labor Statistics recently reported the strongest payroll additions in years. In November employers added 321,000 jobs. In the U. S. Are now 4. 7 million job openings available, a number never reached in the past decade, while 9. 7 million people are unemployed and looking for jobs. In other words, more than two job seekers would be theoretically available for every job vacancy. This highlights the increasing number of unfilled job opening and indicates that there is something broken in the labor market.
There are so many unemployed people in the face of so many job openings, which seem to be a paradox. Many blame the reason for the labor market problem to be what’s become known as a skills gap. Despite the abundance of workers available on the market and the faster hiring process due to the technology and Internet compared to a decade ago, companies report to have troubles finding qualified candidate to fill the job vacancies. The skills gap is supposed to be a factor that caused the slow emerge from the Great Recession. The Chamber of Commerce continuously emphasizes the damage the skills gap is doing to the economy.
Peter Capital, a management professor at the Wharton School, claims that a kills gap doesn’t exists. U. S. Workers are instead Of under qualified, overqualified and untrained. If there were a shortage of qualified workers the annual wages would increase, but the annual wage increase have been stuck at around 2 percent for a long time. The number of college graduates emphasizes his hypothesis. The problem may not be the skills workers supposedly lack. It may be that employers’ expectations are not appropriate and the employers’ behavior in terms of human resource management causes the existing paradox.
During the twentieth century, it was the industries responsibility to turn capable college graduates into workers of high quality. In recent decades, on-the-job training has declined. Companies want new hires to have experience in the working area and require the applicants to have all necessary skills. In 2011 , an Accentuate survey of U. S. Employees found that only 21 percent had received any employer-provided formal training in the past five years. With a higher employee turnover, it’s easy to see why businesses have cut back on workforce training and other investments.
They might never recoup their investment. But recent research showed that an investment in current employees leads to a higher level of job satisfaction and organization commitment, which results in higher productivity, efficiency and therefore higher profit for the company. Figure 2 shows the skills lacking among staff with skills gaps. Skills like team working, customer handling, communication or planning and organization are shortages that can be overcome with the appropriate training and human resource measurements.
Figure 1 Bureau of Labor Statistics 3 Grant, M. : 35 big U. S. Companies still cutting jobs, August 2014 [Online] Available: http://Americanizes. Saturdays. Com/2014/08/01/33-big-u-s- companies-still-cutting-jobs/ 2 Capital, P. : SKILL GAPS, SKILL SHORTAGES AND SKILL MISMATCHES: EVIDENCE FOR THE US , August 2014 [online] Available: http://WV. Never. Org/papers/w20382 3 Kinked, D. : Mind the Gap: Skills Gap Weighs on U. S. Jobs Growth, April 2014, [Online] Available: HTTPS:// www. Chamber. Com/blob/mind-gap-skills-gap-weighs-us-jobs-growth 4 Share, S. Jobs Report: U. S. Economy Added 321 ,OHO Jobs In November, Unemployment Steady At 5. 8%, December 5, 2014 [Online] Available: http:// www. Robes. Com/sites/semitransparent/2014/12/05/jobs-report-u-s-economy- added-321000-jobs-in-November-unemployment-steady-at-5-8/ 5 Philips, M. : It’s Not a Skills Gap: Workers Are Overqualified, Untrained, August 19, 2014 [Online] Available: http://www. Businesslike. Com/articles/2014-DO-19/ its-not-a-skills-gap-u-dot-s-dot-workers-are-overqualified-untrained 6 http://www. Static 2.
On a scale of 1 to ID measuring the sophistication of a scientific discipline in predicting phenomena, mathematical physics would probably be a 10. Where do you think B would fall on the scale? Why? In my opinion research in organizational behavior versus research in a STEM field would be rated 5 on a scale of 1 to 10. When comparing the time how long research in a STEM field has been performed with the time of research in organizational behavior, it becomes clear that the topic of organizational has been studied for a shorter time and can be seen as a .
Due to the time aspect Emerged from the disciplines of psychology, sociology, anthropology, political science, and economics 1 organizational behavior is an applied behavioral science. Organizational behavior can be divided into three levels: the study of individuals in organizations (micro-level), work groups (mess-level), and how organizations behave (macro-level). The beginning of B is dated back to the sass’s when the human relations/ behavioral management movement occurred “as a response to the traditional or classical management approach” 1 .
The first milestone in the research of Organizational Behavior is the Hawthorne studies demonstrating the importance of human factors on worker productivity. In contrary, the first scientific empirical investigation date back to the classical antiquity (Thales, Aristotle, and other) and “the methods have been employed nice the Middle Ages”. 2 In the 16th and 17th century the scientific revolution took place in Europe with many consider as the beginning of modern science.
Due to the time period researches spent studying science, the amount of knowledge and amount Of papers, books, and journals is greater and more sophisticated than the study of organizational behavior. Since the diversity of organizations became popular during the last decade, research on a diverse workforces behavior needs to be done. Due to the complexity and unpredictability of humans’ behavior I rated research of organizational behavior with 5. There is not a simple solution to this topic especially when the consideration of diversity is involved.
Robins, S. Judge, T. Adenoidal, A. , Root, G. , Organizational Behavior Global and South African Perspectives, Pearson DU, 2009 2 http://en. Wisped. Org/ wick/H CE 3. What do you think is the single most critical “people” problem facing managers today? Give specific support for your position. Creating job satisfaction and organizational commitment among employees with different cultural backgrounds, perceptions and different personalities is he most crucial “people” challenge, which managers in today’s world have to face.
In general managers should on the one hand advocate for the employees, but on the other hand also ensure the company’s goal to be successful. Workforce diversity becomes more and more popular and is essential to create an innovative and effective workforce, but the more diverse the workforce is, the harder it becomes for a manager to adapt to the different needs of the employees and to lead them with the appropriate style.
The fast changing and unpredictable economy force companies to outsource, locate and eliminate positions which is controversy for the loyalty of employees and makes it even more important to put emphasis on organizational commitment Of employees and personal relationship of the employees with the company to ensure engagement. In today’s world most employees work for the paycheck at the end of the month resulting in a bad worker’s morale. As it is well known, the overall organizational effectiveness is highly influenced by the employee’s behavior.
A recent study revealed that employee’s commitment is higher the more satisfied staff is with the workplace. Surprisingly job satisfaction influences organizational commitment to a greater extend than benefits or income. Due to this positive correlation to the organization’s performance management’s responsibility is to ensure employee’s engagement and job satisfaction by performing effective human resource practices such as team building, creating a working relationship between employees and management and improving working conditions and environment.
The challenge management has to face is the creation of a culture of collaboration, which is vital to the success of any organization. A negative culture stifles innovation and breeds fear and resentment within the ranks, which affects job satisfaction, employee retention and productivity in a negative way. It is essential for management to create a culture in which employees at all levels feel comfortable sharing their ideas and issues. Rewarding individual success is necessary but not sufficient. It is essential that the organization has employees who are working together.
Management needs to understand which communication style should be applied for different personalities, no matter what a manager’s own individual Tyler is. Manager’s should be able to comprehend their own communication style is and to changes the style when necessary to ensure effective communication with employees at all levels. Good communicators build teams and trust; poor communicators create and feed uncertainty, discomfort and conflicts. Not only the com animation of management is important, communication of employees is also a big part of developing a corporate, comfortable company culture.
When a shortage of communication skills is recognized training should be given to employees to improve immunization skills and to correct style MIS-matches before harm is done. Seminars that highlight the cultural differences between employees and make employees understand why their coworkers behave the way they do is another example for human resource practices, which contribute to job satisfaction. Besides excellence communication skills management should have the ability to perform conflict management, talent management and to lead with the right influence tactic that employee are following voluntarily.
By giving the employee the possibility to improve and perform task of higher accessibility, the engagement and involvement of the employees can be increased. The goal is to achieve the awareness in an employee that his work is essential for the company’s success and he as a individual is needed. Investment in employee sounds cost intensive and in times of high employee turnover not profitable, but it’s a form of long-term planning. If management can build a cultural diverse team, then invest in it to make it better, the employees will recognize the investment in them and both the organization and the individual will reap the rewards.